Here's how you can help leaders build resilient teams that adapt to change.

In a town hall or all-hands meetings, don’t limit celebrations to successes only: - Highlight mistakes and what you learned from them together. - Share setbacks and how you addressed them. - Celebrate others taking risks. - Thank people for being honest, especially if it took courage to speak up. - Admit uncertainty and ask for diverse perspectives.

In my experience building trust within a team is crucial for fostering collaboration, improving performance, and creating a positive work environment. Here are a couple of things that worked for me. Always encourage open communication and share information openly and regularly to keep everyone informed. Encourage team members to listen actively to one another and value different perspectives and another important one is feedback culture. Another one that works for me is being vulnerable admitting mistakes and taking responsibility for actions.

Resilience can be learnt. And it is true that at various times in our lives, resilience can be tested. Our role as leaders is to: 1. Be real with the people we engage with and lead. 2. Follow-through on what you say you will do. If something happens that gets in the way of that, let those involved know and what you plan to do about it. 3. Enable your team/s. Let them learn how to solve. That is don't swoop in and fix it all for them. The more you let people stand on their own, the more you will engender trust, higher order skills and follow-through. 4. Build in clear accountabilities so everyone knows where they are headed and what is expected of them.

While a clear vision indeed steers the team, consider the “Spiritual Dimension”. A “Shared Vision” can transcend mere goals by connecting to a deeper purpose. Leaders should encourage team members to reflect on how their personal values align with the team's mission. This alignment fosters not just resilience but a sense of belonging and fulfillment. Reflecting on our deeper purpose can turn routine work into a meaningful journey, where every challenge is an opportunity for growth. This “Spiritual Connection can be the true anchor in turbulent times.

There is a lot of talk about wellbeing, but very little is focused on actually enabling "being." Leaders often adapt to change quicker than their direct reports, as they are required to work at a faster pace, be more agile, and deal with greater ambiguity. As a result, leaders might assume because they've adapted quickly and are resilient, everyone else should be as well. To promote wellbeing, leaders should pay more attention to how others are responding to workload, check in frequently for signs of distress, and inquire how they are, asking what they need to prioritize their mental health and accommodating when possible to ensure peak performance. They should also role model balance and self-care to give others permission to do the same.

As a leader, fostering resilient teams that adapt to change involves promoting open communication, encouraging flexibility, and fostering a culture of collaboration and learning from failures. It’s important to provide ongoing feedback and support, create a psychologically safe environment for risk-taking, and encourage strong interpersonal relationships within the team. Leaders should model adaptability in their own actions and recognize and reward adaptive behaviors within the team. This approach not only helps teams bounce back from difficulties but also promotes growth and learning from these experiences, ultimately leading to a more resilient and adaptable team.